Making a Reasonable Investigation

Posted in : Essential Guide to Employment Contracts on 7 October 2015
Kiera Lee
Mills Selig
Issues covered:

There is a well-established line of legal authorities on the importance of conducting an investigation into misconduct. In practice, it is often difficult to draw the line on how far to investigate employees’ responses to allegations of misconduct. The decision of the Court of Appeal in the case of Shrestha v Genesis Housing Association Ltd [2015] IRLR 399 is a reminder that there is a limit on what is expected of an investigating employer.

The facts

Mr Shrestha was employed by Genesis Housing Association Ltd as a floating support worker. His work involved travelling from place to place to see clients and he was entitled to claim expenses for mileage. The employer thought his mileage claims

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This article is correct at 07/10/2015

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Kiera Lee
Mills Selig

The main content of this article was provided by Kiera Lee. Contact telephone number is 028 9024 3878 or email

View all articles by Kiera Lee